Selection Process

Objectives:

To design and implement a selection process which:
• enables :
  • The selection of candidates whose competencies align with Job requirements thereby reducing the phenomenon of "Round pegs in square holes".
  • The reduction of time lag between selection and performance.
  • Entry level alignment of the candidate with the organizational ,functional and customer expectations.
  • Alignment with the latest international trends & court cases* related to ''Selection".
  • Greater predictive validity of the "Job Performance" of a candidate.
• Reduces :
  • The cost of wrong selection

Method:

• Job Analysis and Competency Modelling of all "In focus Positions"

  Output:

  • Competency set per position
  • Weightage of competencies in each competency set.
  • Design of "Selection Tools" for each competency
• Determination of "Reliability" and "validity" of Selection Tools
• Determination of Metrics per competency .

Other Applications of Output:

• Utilization of position and person competency set for determining compensation /salary.
• Integration of the competency set in the Performance Appraisal. Elimination of Trait based appraisals.
• Utilization of Person and position competency sets for determining Training Needs and Career Plans.
• Integration with the "Recruitment Process" thereby increasing its effectiveness.